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Supervisor Newsletter

Newsletter-February 2017

Q. Our work unit is participating in a three-part workshop on diversity awareness in a couple of weeks. A few employees are grumbling about being asked to participate, but isn't this training an appropriate activity for a diverse work group?

A. The 21st-century workplace is increasingly diverse, and where organizations or employees fail to appreciate the business case for diversity, they risk lower profits, conflicts, higher turnover, and loss of customer loyalty. An additional concern is the domino effect of employee biases potentially becoming prejudices that then damage morale. Diversity awareness gives organizations a fighting chance to improve the cooperation between employees and instill the mutual positive regard critical to workplace harmony. Diversity awareness is not about forcing employees to change their beliefs, which is what will make employees grumble. Instead, diversity awareness is about understanding the critical role of respect and how important it is to value every worker, even with their differences, so job satisfaction is more likely.

Q. What does the research say about giving employees breaks during the day? We are so busy, frankly, that I don't encourage people to take breaks. I don't stand in anyone's way, but I assume not encouraging them to take breaks sends a nonverbal negative message.

A. New research on taking breaks at work was recently conducted by Baylor University. The findings were the first of their kind. The study focused on why work breaks are valuable, what time to take breaks, the best type of work break to take, what to do during a work break, and the physical and mental health benefits of taking breaks. Key findings include that it is better to take a work break mid-morning, before fatigue is experienced. This replenishes resources-energy, concentration, and motivation-more successfully than breaks taken at any other time of day. The later a break comes in the day, the less effective it will be. The best breaks are the ones where employees do something they enjoy, and this could even be work-related. There is no evidence that non-work-related activities are more beneficial. Better breaks produce better mental health and increased job satisfaction. Now you have reasons to encourage taking breaks. Source: www.baylor.edu [Search: 159785]